This is the final post in our “How to Develop Employees in the Changing Face of Work” blog series. Thanks for joining us on this 5-part L&D adventure where we:
- • Covered why and how the workforce keeps changing with no signs of slowing down ... Thanks a lot, tech!
- • Discussed the diverse generations you’ll find in the workplace, and how they seem more than four generations apart.
- • Took a look at four working styles all managers should learn to navigate—but only after understanding their own working style.
- • Detailed various employee learning styles and the types of learning content that resonate with each.
Now that you know why it’s more important than ever to develop each employee in ways that are meaningful to them, here are the tools managers can use to keep their employees engaged, moving forward and kicking corporate bootay.
Personalized learning paths: Even Gen Z is all about “me”
As outlined in the first post in our series, there is no one-size-fits-all approach to developing the modern workforce. Whenever possible, provide meaningful and personalized learning experiences. Personalized doesn’t have to be overly complicated—think self-directed content in the format(s) that young employees care about. Include at least some forms of training that complement their learning styles and you’re halfway home.
For extra credit, create badges or certificates employees can collect after completing a course—they’re well-earned participation trophies!
Collaborative and social learning
Much to the instructor’s chagrin, today’s workplace learning is a social activity. Encourage a domino effect of awesomeness by enabling various means of discussion, debate and group feedback whenever possible. Enabling social learning can be as simple as allowing comments within an e-learning course or interactive video module.
Microlearning: The super vitamin for skills training
According to a recent LinkedIn workplace study, not having enough time to train was the number-one obstacle to employees not learning the skills they need. Combine that with our split-second attention spans and multi-tasking addiction and all roads lead to the only training that makes sense for our modern world—microlearning.
By keeping training modules short and sweet, employees can hit ‘em up during latte breaks, in between selfies, or at the point of need.
Leadership paths: Upward mobility, please
Today’s employees are high on ambition, and many feel they deserve to be a manager in just a few short years. Help them live up to their expectations by providing courses they can take to grow and be groomed for management.
And because the modern workforce replaced the corporate ladder with a corporate lattice, be sure to include courses that extend beyond their current department or field.
1:1 management: Keep ongoing feedback priority numero uno
Depending on the size of your team, providing continuous feedback could be a full-time job. There are tools out there that can take the effort down a notch, making providing continuous feedback almost a clockwork sitch.
Schedule 1:1s with each direct report at least once a month. Collaborative agendas keep both manager and employee prepared before each sesh.
Peer-to-peer coaching: Peer pressure has its perks
Peer pressure doesn’t have to be a bad thing. And in the workplace, when peers push each other, the whole team gets better. Tools like Bridge Practice empower employees to record themselves completing a task, like a sales pitch, then receive real, constructive feedback from fellow teammates and their managers. Plus, other team members can learn socially by watching how other team members are critiqued—then use that feedback to step up their own game.
Skill assessments: Get the real scoop on employee skills
Peer skill assessments are a one-two punch for elevating modern teams. First, managers get a real-world, boots-on-the-ground view of which skills their direct reports have mastered, and which ones are more womp womp.
Second, getting recognition and feedback from peers is a great motivating factor for the modern employee. Even when feedback is anonymous, the word will get back around during 1:1 and performance discussions, providing positive reinforcement.
Goal setting tools: Finish line, front and center
Today’s employees want to know how their efforts tie back to overall company goals. And, they want to be involved in setting some, too. Only 30 percent of them strongly agree that their manager involves them in goal setting. When they know what is expected of them and how they fit into the company mission, employees are motivated to work harder.
Goal setting will fall flat every time in the execution without the ability to track employee progress. With tools like the Employee Timeline, both managers and employees have 24/7 visibility in tracking wins, milestones and training objectives.
By setting clear goals early on, then using online tools to track them in real-time, employees stay engaged, motivated and accountable all in one fell swoop.
Reporting tools: Metrics for all your tricks
There are tools out there that make your employee development run like a well-oiled (yet earth-friendly) machine. Here are just a few of the metrics you can—and should—track:
- • Training courses completed
- • Pass rates on in-course quizzes
- • 1:1 frequency
- • Team skills coverage
- • Employee goal attainment
- • Company goal attainment
It won’t take long to connect the dots from training and continuous feedback to awesomeness in individual and company performance.
To learn more about the one employee development tool that ties all the above together in a pretty, not-so-corporate bow, take Bridge for a spin. Or, download our e-book on bracing yourself for the future of work (like it or not, it’s upon you!).